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Contract & Handbook Reviews
Make sure your contracts, staff handbook and policies protect your business, and are ready for the Employment Rights Act 2025.
Contract & handbook reviews
Are Your Documents Still Protecting You?
Contracts and handbooks are your first line of defence in a dispute. If they’re out of date, they can work against you.
Many businesses are still using contracts written years ago, or templates that were never quite right. Employment law has changed a lot since then, and the Employment Rights Act 2025 is bringing more changes through 2026 and 2027.
We review your employment contracts, staff handbook and key policies, tell you clearly what needs to change and why, and update your documents so they’re compliant and work for your business.
What you get
- A clear report of what needs changing
- Updated, ready-to-use documents
- Advice on rolling out changes fairly
Not sure how old your contracts are? That’s usually a sign they need a review.
Get a price →What we review
Documents We Review
We can review a single contract or your whole set of employment documents. Most reviews include:
Employment contracts
Checking every contract includes the terms the law requires, and protects your business where it matters.
Staff handbook
Making sure your handbook is clear, up to date and says which parts are contractual.
Key HR policies
Disciplinary, grievance, absence, harassment, flexible working and family leave policies.
Senior and director contracts
Notice periods, restrictive covenants, confidentiality and bonus terms.
Contractor and agency agreements
Checking agreements reflect how people really work, to reduce employment status risks.
Offer letters and onboarding
Offer letters, probation terms and the documents new starters receive.
What we often find
Common Problems in Contracts and Handbooks
These issues come up in review after review. Any one of them could cost you in a dispute.
Missing required terms
Every employee and worker must get a written statement of their main terms by their first day. Many contracts leave out required details.
Out-of-date sick pay terms
Statutory sick pay has been paid from the first day of absence since April 2026, so older sick pay clauses may now be wrong.
Weak probation clauses
With unfair dismissal protection after six months from 2027, clear probation terms and reviews matter more than ever.
Unenforceable restrictions
Restrictive covenants that are too wide or last too long may not be enforced when you need them.
Policies that don’t match practice
A policy that says one thing while managers do another can undermine your position in a dispute.
No harassment prevention
Employers must take all reasonable steps to prevent sexual harassment. That starts with a clear policy and risk assessment.
We’ll check your documents for all of these, and tell you exactly what to fix.
Get a price →Employment Rights Act 2025
Changes Your Documents Need to Reflect
The Act is being introduced in stages. Contracts, handbooks and policies should be updated as each change comes in.
April 2026
- Statutory sick pay from the first day of absence
- Paternity and unpaid parental leave from day one
October 2026
- Duty to prevent sexual harassment, including by third parties
- Six months to bring most tribunal claims
January 2027
- Unfair dismissal protection after six months
- Limits on fire and rehire
- Cap on unfair dismissal compensation removed
Later in 2027
- Guaranteed hours for zero and low-hours workers
- Flexible working refusals must be reasonable
- Bereavement leave
Dates checked in September 2026 against Acas guidance. Some later dates are still to be confirmed by the government.
Making changes
Changing Contracts the Right Way
Finding what needs to change is only half the job. How you introduce changes matters just as much, especially where they affect pay, hours or other key terms.
Before you change terms:
- You usually need the employee’s agreement to change their contract
- Explain the changes clearly and consult before making them
- Collective consultation may apply if you’re proposing to dismiss 20 or more staff to change terms
- Put agreed changes in writing within one month
Fire and rehire. From January 2027, dismissing staff to impose certain contract changes will be automatically unfair in most cases. Plan any changes carefully, and early.
How our review works
Send us your documents
Your contracts, handbook and policies, plus a quick call about how your business works.
Review and report
We review everything and give you a clear report of what needs to change, in order of priority.
Update your documents
We update your contracts, handbook and policies, ready to use.
Roll out the changes
We help you explain and introduce the changes, including letters to staff and any consultation.
Get your documents checked before 2027
The biggest changes arrive in January 2027. A review now gives you time to update contracts and introduce changes properly.
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Let’s Get Started: Contact Clearpath UK Today
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Book your free consultation today — we’re excited to help your business thrive.
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Frequently Asked Questions
Do all employees need a written contract?
By law, employees and workers must get a written statement of their main employment terms on or before their first day. It must include key details such as pay, hours, holiday and job title.
How often should we review our contracts and handbook?
At least once a year, and whenever the law changes. With the Employment Rights Act changes coming in through 2026 and 2027, now is a good time for a full review.
Can we change an employee’s contract?
Usually only with their agreement. You should explain the changes and consult first. From January 2027, dismissing staff to impose certain changes will be automatically unfair in most cases.
Is our staff handbook part of the contract?
Usually most policies are non-contractual, so you can update them without agreement. Your handbook should say clearly which parts, if any, are contractual.
Are restrictive covenants enforceable?
Only if they protect a legitimate business interest, such as clients or confidential information, and go no further than is reasonably necessary. Covenants that are too wide may not be enforced.